EQUAL EMPLOYEMENT OPPORTUNITY POLICY

(Rights of Persons with Disabilities & Transgender Persons -Protection of Rights)

 

Objective

 

Intox Private Limited (“Intox or We”) is an equal opportunity employer. , The purpose of this Equal Employment Opportunity Policy (“Policy”)is to effectuate various  principles and mandates in accordance with The Persons with Disabilities (Equal Opportunities, Protection of Rights and Full Participation) Act, 1995 and Transgender Person (Protection of Rights) Act, 2019.

 Intox prohibits discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.  Intox conforms to the spirit as well as to the letter of all applicable laws and regulations.

We at Intox ensure that selection of candidates is not based on attributes such as ethnic or clan group, age, sex or disability rather than on knowledge, skills and merit. Parameters of Discrimination – Strictly Prohibited.

Intox and its employees strive to create a workplace that is free from discrimination in their employment practices against any potential or existing employees, and shall not discriminate on a person’s:

  • Age or other circumstances

  • Colour

  • Cultural or social beliefs such as religious

  • Educational Background

  • Race, ethnicity or nationality

  • Spiritual, traditional or customary beliefs

  • Political opinion

  • Physical features

  • Gender identity and expression

  • Marital status

  • Pregnancy or judging the impacts of potential pregnancy on decisions

  • Sexual orientation

  • Health or physical disability or impairment

  • Medical record / HIV status

Scope

The  Policy applies to all aspects of the relationship between Intox and its employees, including:

  • Recruitment.

  • Employment.

  • Promotion.

  • Transfer.

  • Training.

  • Working conditions.

  • Wages and salary administration.

  • Employee benefits and application of policies.

 

The Policy also applies to the selection and treatment of independent contractors, personnel working on our premises who are employed by temporary agencies.

This Policy is internal to Intox and is meant to provide a safe, diverse and comfortable workplace at Intox This Policy is without prejudice to any anti-discrimination provisions of applicable law including, but not restricted to, the provisions of:

  •  Sexual Harassment of Women at the Workplace (Prevention, Prohibition and Redressal) Act, 2013;

  • The Persons with Disabilities (Equal Opportunities, Protection of Rights and Full Participation) Act, 1995; and

  • Transgender Person (Protection of Rights) Act, 2019.

Procedures

We administer our Policy fairly and consistently by:

  • Posting all required notices regarding employee rights under applicable labour laws in areas highly visible to employees.

  • Forbidding retaliation against any individual who files a charge of discrimination, opposes a practice believed to be unlawful discrimination, or reports harassment

  • Requires employees to report to the liaison officer any apparent discrimination or harassment. The report should be made within 48 hours of the incident.

  • Promptly notifies the liaison officer of all incidents or reports of discrimination or harassment and takes other appropriate measures to resolve the situation.

Harassment

Harassment is a form of unlawful discrimination and violates the  Policy. Prohibited sexual harassment, for example, is defined as unwelcome sexual advances, request for sexual favors and other verbal or physical conduct of a sexual nature when:

  • Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment.

  • Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals.

  • Such conduct has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.

 

Harassment also includes unwelcome conduct that is based on race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. Harassment becomes unlawful where:

  • Enduring the offensive conduct becomes a condition of continued employment, or

  • The conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.

 

We encourage employees to report all incidents of harassment to a member of management or the HR department. Intox/We  conducts harassment prevention training for

all employees, and maintains and enforces a separate policy on harassment prevention, complaint procedures and penalties for violations. We investigate all complaints of harassment promptly and fairly, and, when appropriate, takes immediate corrective action to stop the harassment and prevent it from recurring.

 

Benefits & Facilities –Transgender persons

 

Intox provides infrastructure facility like unisex washroom with set of rules and regulation provided like confidentiality of person, gender identity and other policies are also applicable to them like other employees of Intox.

 

Benefits & Facilities –Person with Disabilities

 

Intox provide the facility like washroom, ramp and other facility like assistive devices, barrier-free accessibility required to disabled person to enable them to effectively discharge their duties in the establishment.

 

Transfer and Posting:

The persons with disability so employed by the Company will get preference in transfer and posting and will be considered for places where they get all facilities envisaged for them.

 

Recruitment and Selection

 

The HR department, in consultation with relevant managers, shall ensure that:

 

  1. All job descriptions/person specifications and recruitment advertisements are drafted in such a way as to make clear which are the essential requirements of the position and consideration will be given to making reasonable adjustments to job descriptions/person specifications to accommodate the needs of people with disabilities;

 

  1. Such posts shall be identified, which shall be suitable for persons with disabilities and all jo openings are posted with appropriate state agencies;

 

  1. Intox’s Non-Discrimination and Equal Opportunity Policy (“Policy”) is referenced in all recruitment advertising with the statement "We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law."

 

Liaison Officer:

Mr. Sanjay Pansare of INTOX PVT LTD will be the liaison officer as per the provisions of Rule 8 (e) of the Rights of Persons with Disabilities Rules, 2017 (“Rules”) framed under the Rights of Persons with Disabilities Act, 2016 (“Act”). The liaison officer shall be responsible to look after the recruitment of persons with disabilities ensuring adherence to the Policy.

Grievance:

 

Any person having any grievance regarding the Policy or its implementation should report the same to the liaison officer.

Dissemination and Implementation of Policy

The Liaison Officer along with the directors of Intox will be responsible for the dissemination of this Policy. Managers and supervisors are responsible for implementing equal employment practices within each department. The HR department is responsible for overall compliance and will maintain personnel records in compliance with applicable laws and regulations.

 

Remedies


Violations of this policy, regardless of whether an actual law has been violated, will not be tolerated. We will promptly, thoroughly and fairly investigate every issue that is brought to its attention in this area and will take disciplinary action, when appropriate, up to and including termination of employment.